Halaman Data Jurnal
Judul Jurnal ANALISIS PENGEMBANGAN KARIR ASN BERDASARKAN SISTEM MERIT DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA LUBUKLINGGAU
Nama Lengkap Novi Aryani,SE
Nama Pembimbing 1 Dr.Betty Nuraini,S.E,MM
Nama Pembimbing 2 Dr.Ronald Aprianto, SE,.M.Si
Abstrak Jurnal Analysis of ASN Career Development Based on the Merit System in the Personnel and Human Resource Development Agency Lubuklinggau City Abstract This study aims to find out how the implementation of career development for State Civil Apparatuses based on the Merit System at the Personnel and Human Resources Development Agency of Lubuklinggau City, this study uses a qualitative descriptive method with the intention of systematically describing the facts and characteristics of the object or subject studied precisely, namely factors internally and externally, with data collection carried out by means of observation, interviews and documentation of the results that the author get. The results of the study show that Career Development for State Civil Servants through the Merit System is based on Law Number 5 of 2014 concerning ASN and Government Regulation Number 11 of 2017 concerning Management of State Civil Apparatus in conjunction with Regulation of the Minister of Administrative Reform and Bureaucratic Reform Number 40 of 2018 concerning System Guidelines Merit in Apparatus Management. The Merit System Implementation will begin in 2021 with a Merit System Index of 84.2 with a Bad Category and in 2022 the Merit System Index will increase to 278.5 with a Good Category. For the implementation of promotions, they already have Position Competency Standards from JPT, Administrator Positions and Supervisory Positions. The promotion is carried out based on competency tests and assessments where almost all BKPSDM officials have entered the talent box and are prospective assessors. For the implementation of mutations based on needs and filling vacancies and of course based on competency tests, potential and performance possessed by employees. For the implementation of education and training, a plan for training needs is carried out, an analysis of training needs and based on the results of the competency test or assessment and the position map of each employee. Obstacles in implementing career development are a sense of comfort with the position and budget factors, while the possibility is the commitment of Personnel Supervisors in implementing the merit system and the results of competency tests and assessments from officials who have been included in the talent management box and are potential successors. Keywords: Career Development, ASN, and System Merit
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